Using social goals as part of your performance management process

There’s no doubt that setting goals is a vital component of the performance appraisal process. Goals can give employees direction, they can be used as a performance indicator as well as act as a tool for motivation. But with the accelerating speed of change in organisations and the demand for quick responses and continuous feedback, annual goals can quickly become obsolete. So should we be re-thinking the way we use goals as part of the performance appraisal process?

By using a more collaborative approach, empowering employees and changing from a culture of top-down control, some organisations are moving towards more transparent and agile systems to improve performance and accomplish workloads.

So how can goals be used collaboratively? Edwin A. Locke and Gary P. Latham, the two most recognised academic researchers on goal setting, have stated in their research that “Making a public commitment to a goal enhances personal commitment.”

Making a goal public or social will certainly encourage collaboration among team members and open communication between colleagues. Social goals allow employees to work in real-time by sharing work amongst peers, managers and teams. Goals are shared and worked on collaboratively across teams and the organisation. Individual performance is monitored in real-time and has direct relevance to results.  Teams can rally around objectives in an easy, open and social way. This helps teams to stay focused on what really matters and encourages individuals to work towards driving the key targets that impact the business.

There are a number of new and innovative social performance management platforms on the market now. These systems fully embrace the concept of collaborative, social goals. WorkSimple’s platform allows individuals and teams “to set relevant goals that impact work happening on a daily basis.” The platform provides a news stream which enables individuals to view what their peers are working on and see how their own work fits into the bigger picture.

Rypple, which has recently been acquired by Sales Force describe their approach to social goals - “you can inspire your team to set challenging objectives — and actually accomplish them. Objectives and key results achieved are showcased on individual profile pages so people know where they stand and what’s expected of them….. Share your goals publicly on Rypple and access resources from across the company. People in your organisation can join goals — and invite others to collaborate with them. Teams aligned around achieving the right objectives work better together and more effectively.”

So adopting a social approach to performance management can certainly help companies to align goals in real time in addition to making them highly focused.  Ultimately, the workforce feels more engaged, more in touch with where the business is heading and more empowered to engage in its success.

Social Goals

Using goals to enhance performance is an age old method which has been around for centuries but how effective is it? Goals and objective setting have become a critical part of most performance appraisal processes. But how many of us set a goal at our annual performance appraisal and then lock it away in the depths of our files without taking another peek until the following year?

There’s a new term in performance management - “social goals.” No, it’s not about how many friends or followers you’ve accumulated on Facebook or Twitter. In the context of business ‘social goals’ are objectives which are made visible to everyone within the organisation. This goes against the current way of working but doesn’t it make more sense to make goals visible throughout the year? Let’s look at the benefits of making goals social.

Social goals can provide focus, agility, improved performance, collaboration and recognition for individuals and teams.

By making goals visible, managers can see immediately how individuals are progressing on an individual level as well as their contribution towards team and company goals. For employees, daily activities can be assigned instantly to team or personal goals allowing for instant progress updates and recognition. For organisation’s social goals can be cascaded down through the organisation and worked on collaboratively. Social goals can be updated and aligned instantly with business changes.

Making goals social has brought new life into the performance management process.